Fedex Organizational Structure

INTRODUCTIONOrganizational behavior is vital to the success of any organization. When the organization’s behavior is not effective, there is a chance the company will suffer. This paper will evaluate the organizational structure of Federal Express, in particular FedEx Express (FedEx, 2011). ORGANIZATIONAL CULTURE (FORMATION AND EFFECTS)

FedEx has acquired a reputation for possessing a strong customer-service organizational culture. The textbook states, “Organizational culture is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations” (Ivancevich, Konopaske, & Matteson, 2011, p. 40). Since its inception in the 1970s, FedEx’s culture has centered on the customer. “If employees are to transform to be customer-focused, the idea must first begin with the leadership team and filter through the organization. As the idea trickles downward, employees make a conscious decision to modify self to align with the established culture” (Morrow, 2003, p. 1). This, along with other concepts has helped form FedEx’s culture and continues to do so today. Another concept that has shape FedEx’s culture is “specifying and reinforcing the behavior employees are expected to deliver, both with external customers and coworkers” (Morrow, 2003, p. 1). Employees receive daily reminders of expectations via video messages from executive management on televisions scattered throughout the corridors of FedEx. The messages cover a wide range of information that illustrates how an employee remains in compliance with “The FedEx Way.” Reinforcements play a great role in the effects of FedEx’s culture, outcome, and effectiveness. The textbook states, “If quality customer service is important in the culture, then individuals are expected to adopt this behavior, and if adhering to a specific set of procedures in dealing with customers is the norm, then this type of behavior would be expected, recognized, and rewarded” (Ivancevich, Konopaske, & Matteson, 2011, p. 42). This statement is exemplified in FedEx’s culture. “The rewards and recognition system is used to encourage employees who exhibit a “FedEx Attitude” and sends a message to non-performers” (Morrow, 2003, p. 1). Examples of reinforcements at FedEx include Bravo Zulu awards, Purple Promise awards, and Five-Star awards just to name a few. Each award is accompanied with an innovative styled trophy, the employee getting his or her name mentioned in the company newsletter, and money. FedEx’s reward and recognition system successfully motivates employees to exhibit the desired behaviors to improve the business.

The aforementioned items, formation of FedEx’s culture, rewards and recognition, along with diversity and promotion from within has guided the FedEx into awesome outcomes. Fortune 500 reports, “FedEx has a seven percent voluntary turnover rate” (CNN, 2011). In addition, FedEx was named the Best Cargo Hub for 2010. Employees receive reminders of these things daily as they enter the facilities and see banners hung wall to wall of numerous FedEx awards. PROCESSES (Communication, Decision-Making, and Leadership)

The communication process at FedEx is a fundamental process. The organization relies heavily on the communication process to organize employees into a unified team focused on achieving company goals. The company’s communication philosophy integrates electronic media with the person-to-person communication process inside each organization code and work group. This creates synonymous dialogue globally. FedEx depicts communication as a two-way process. The two-way describes the transporting of information. In the process, an individual sends information and feedback while another individual receives the information and dialogues concerning feedback. This process results in shared information and understanding. FedEx...

You May Also Find These Documents Helpful

...Organizational culture is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, beliefs & habits. It is also the pattern of such collective behaviors and assumptions that are thought to new organizational members as a way of perceiving, & even thinking and feeling. Organizational culture affects the way people & groups interact with each other with clients & with stakeholders.
The four types of organization culture were classified as power, role, task and person. Power cultures are those characterized by struggles for superiority of the strong over the weak. This tends to produce business strategies aimed at increasing size and thus domination of the market.
Role cultures are those in which behavior is governed by rules, regulations and legitimacy. Priority is given to developing appropriate policies and procedures, and thus emphasis is placed upon means rather than ends.
Task cultures hose that focus upon the mission of the organization. This engenders a strong sense of purpose in its members which tends to over-ride all other considerations. Thus priority is given to ends rather than means.
Person cultures are those that attract people who desire to work in congenial environments in which a premium is placed upon interest in the job it self as well as personal...

...﻿PYC 4810
AssigNment 02
Unique number:
Table of Contents
Introduction
Organizational culture is an important part of any organization, for this is the principles a company stand for. Without a strong, stable culture, an organization is sure to fail sooner than later. I will now discuss the subjects briefly mentioned in assignment 1.
1. The organizational culture of the organization where I work:
1.1. A) Definition of Organizational culture and 4 types of cultures.
Organizational culture refers to the shared values, norms, visions, symbols, beliefs, habit, working language between people sharing a working environment.
There are, according to (Greenberg, 2011) four types of organizational cultures that exist.
(Control) Hierarchy culture: These are typically large, bureaucratic corporations where smooth production, without wasted time is important. Stability, control, internal focus, standardization and integration are key principles to this system. Leaders in such a system should organize, monitor and coordinate the people and process thoroughly.
(Compete) Market culture: These organizations are also concerned with stability and control, but rather than focusing on internal factors, they focus on external. This system is concerned with competition. They look at all the other organizations competing in the same market and then focus on their relationships- or transactions...

...﻿
Motivation and Organizational Behavior
Cherry Barksdale
Organizational Behavior
Strayer University
Prof. Kristin Morales
Motivation and Organizational Behavior
“Organizational Behavior is the study of human behavior in organizational settings, of the boundary between human behavior and the organization and of the organization itself (OB pg. # 3).” The study of the existing corporation and the development of management improvement are the keys to the development and realization of business in the future. In order to fully benefit from this, one must scrutinize multiple company structures, how they compare and contrast, and how these specific organizational traits can be transported into other companies. Reflection on the concepts in the field of organizational behavior, the future of management cases discussed in class, and their application in the business world is the key. This paper will converse the necessary areas of organizational behavior: motivation, leadership, organizational culture, organizational gathering, reward systems, the job characteristics theory, and talk about some of the most important things in organizational behavior.
Motivation:
Motivation is an important component of any prosperous business. Keeping your workforce involved...

...properties of any business environment that the stuff come directly in contact with and observe them. Such properties are also influence employees voice, action and job performance. Other scholars refer to organization climate as corporate culture (Haasen 2003). These qualities are the small things that usually run an organization and make it what it is and what it will remain to be.
In any organization around the world, the perception that the employees have towards the qualities of an organization really matters. When it comes to management especially the human resource management, organization climate has some effects on it.
Improving organizational climate was one of the ways to increase job satisfaction and efficiency of the staff members. The higher the job satisfaction that is brought about by the enhancing and improving of the organizational climate their more productive and efficient the employees are. In this scenario, the situations where the turnover intention is lowered, and the job stress is minimized (Roussel 2003).
As the qualities of the organization perceived by the employees increase, the employees that are usually keen on self-evaluation tend to get lower scores. This tactic can be used in leading any organization. Throwing the yard stick too far when it comes to organization climate frequently tend to motivate the employees to work harder. They are usually not satisfied with the when they self-evaluate themselves...

...Affecting Change
LDR/531
Leadership and Organizational Behavior
Creating an organizational culture does not happen overnight. It takes years of collective learning, incidents, and experience for it to develop. The more established the organization the stronger the culture. Values and beliefs are the core of organizational culture. They are the determinant of the strength of culture. On the other hand, practices and rites are the external expression of organizational culture. In addition, sub-cultures are bound to evolve within an organization, especially if the organization is successful. Individuals, teams, and departments share a common history as the organization grows and will develop their own set of norms and values. According to Boan (2006), “The greater the success of the organization, the greater the reinforcement of its norms and the more enduring the culture (Pg. 51). The problem that arises with strong organizational culture is a resistance to change. In successful organizations, individuals, teams and departments develop the ‘if it works, don’t fix it’ mentality and resist change agents and change. In these situations, it is up to organizational leaders to affect change. The effective leader will listen, empower, align others, develop capabilities, embody trust, and relay feedback to affect change. Determining which leadership style to use to accomplish these...

...FACULTY OF ADMINISTRATIVE SCIENCE & POLICY STUDIES ORGANIZATIONAL BEHAVIOR ADM 501 SEMESTER JAN-APRIL 2011
TUTORIAL QUESTIONS INSTRUCTIONS: PREPARE THE ANSWERS TO THE QUESTIONS IN THE TUTORIAL DISCUSSION. TOPIC 1: AN INTRODUCTION TO OB a) The workforce diversity is one of the emerging trends/challenges in organizational behavior. Describe how the workforce is diversified and briefly identify two consequences of these diversities for organizations. b) Telecommuting has been identified as an important trend in organizational behavior. Discuss three organizational behavior topics that are influenced by telecommuting. c) Describe why managers require knowledge of OB. d) Explain how the three levels of analysis of OB are related? e) Define globalization and explain how globalization could influence the organizational behavior. *Note: These questions are meant to be discussed in the class only. No presentation for these questions in the classroom.
1
TOPIC 2: INDIVIDUAL BEHAVIORS, VALUES & PERSONALITY Question 1 An insurance company has high levels of absenteeism among the office staff. The head of office administration argues that employees are misusing the company s sick leave benefits. However, some of the mostly female staff members have explained that family responsibilities interfere with work. Using the MARS model, as well as your knowledge of absenteeism behavior, discuss some of the possible...

...Organizational Behavior
Integrative Paper
Abstract
This paper is an analysis that gives the concepts presented by John P. Kotter’s, “The Heat of Change”, book and the concepts presented by Ivancevich, Konopaske, and Matteson’s, Organizational Behavior and Management text book. Kotter wrote and gave comparative situations on dealing with human behavioral and how to better manage them when presented in an organizational situation. He gave real life stories of events that happened in organizational situation. Kotter showed how the employees and team members became motivated and how they overcame obstacles in his book.
Organizational Behavior and Management textbook gave theories, research and organizational applications that influenced the organization. Organizational behavior can be used to help companies create positive and effective company cultures, resulting in a more productive and profitable organization as a whole. In order to do this management must focus on each level: the organization as whole, organization groups, and individuals. Organizational Behavior and Management concept and The Heart of Change gave indicators that where successful interpretation of one another perceptions. The two books where a complement to one another while establishing each other theories.
Increase Urgency
Increase...

...Organisational structure is an on-going management task. How does organisational structure affect human behaviour in organisations?
Every organisation, small or big, in every business branches, has got less or more complicated structure. Usually it is an Owner, one or few top level or general managers, few lower levels managers and then personnel. In small organisations, usually resources are limited. In bigger organisations structure is more complex. However, no matter what kind of structure is in organization, at the end there is always staff. Personnel are obliged to carry out the commands of supervisor. At this point question arises: whether the organizationalstructure has an effect on human behaviour?
Firstly explain concept of an organisational structure. According to L. J. Mullins “Structure is the pattern of relationship among positions in the organisation and among members of the organisation” (Mullins, 2005, p. 596). That is mean the relationships are close between managers and staff, especially in small companies them relationship are visible. J.Child in his work presents three different components that make up the definitions of organisational structure:
1. “Organization structure designates formal reporting relationships, including the number of levels in the hierarchy and the span of control of...